Unplanned Absences Sample Clauses

Unplanned Absences. Unplanned absences (e.g. illness, bereavement, etc.) must also be documented on a completed absence report form. (See Addendum 4 for a copy of the Leave Request/Absence Report.) If an employee is unable to report to work for any reason, he/she must contact the direct supervisor, or if unavailable, the supervisor’s respective administrator before the start of the workday.

Unplanned Absences. 9.1.1 The parties acknowledge that regular and consistent attendance for rostered shifts is critical to service delivery and that it is a reasonable expectation that all staff be at work on time on their rostered workdays. The base requirement of staff is that they work the hours rostered for their position and any additional shifts they accept as a normal condition of work. 9.1.2 Failure by staff to attend work due to unplanned absences (such as personal/carers leave leave, failure to report for duty and late arrival/early departure) has a considerable impact on the organisation in terms of costs, disruption to resident care and impact on other staff. 9.1.3 The parties agree to work together over the life of the Agreement to implement strategies (including those contained in the Absenteeism Policy) to reduce the current rate of unplanned absences. During year 1 of the Agreement the parties will set specific reduction targets for each Masonic Care Queensland site.

Unplanned Absences. The SFPUC may backfill an unplanned absence prior to the start of a shift (e.g. sick leave) by reassigning an employee to report directly to a plant outside the employee’s bid location. SFPUC shall first seek qualified volunteers. If there are no qualified volunteers, a qualified employee shall be reassigned from another location based on reverse seniority. This language is intended to cover individual shifts. This language is not intended to cover extended leaves.

Unplanned Absences. When illness or other last-minute situations arise which prevent instructors from meeting their classes, they should first notify the students through Canvas, providing some type of activity or work, then notify the co-directors of R110.

Unplanned Absences. If you are absent for reason of sickness, please notify the DSRC as soon as possible.

Unplanned Absences shift workers and rostered weekend workers a. An Employee who is rostered on-call will not be recalled to fill an unplanned absence unless: b. (i) (ii) Where: the absence is advised after 4.00pm on the day preceding the absence; and another replacement Employee is not available. (i) an unplanned absence is known by the Employer by 4.00pm on the day preceding the absence, and (ii) the absence remains unfilled after all endeavours to replace the absent Employee have been exhausted, the rostered on-call person can be recalled to fill the absence as a matter of last resort.

Unplanned Absences. If it is not possible for the evaluator to complete the evaluation, the evaluator shall simply document the facts.

Unplanned Absences. If a woman residing in shelter does not return to the shelter from an outing as planned, or leaves the shelter without notifying staff, or leaves her children at the shelter without making appropriate child care arrangements, her absence is considered to be unplanned. Where shelter staff are unable to contact the woman and have reason to believe that the children in her care are in need of protection, shelter staff will contact the appropriate child and family service agency to determine an appropriate course of action. On occasion, shelter staff may have reason to believe that child/ren in shelter are in need of protection. This may be based on information gathered during or subsequent to the shelter assessment process or on their observations or interactions with women and child/ren in shelter. Shelter staff will document all information and observations relevant to their concern. Documentation will include only factual information and will include relevant dates and times, the context in which information was received or observations were made as well as the name and signature of the staff completing the documentation. Statements made by child/ren to a shelter employee or volunteer should be recorded in the child’s own words. Staff should consult with the shelter director and their assigned CFS agency/Designated Intake Agency before taking any further action. Shelter staff will not conduct abuse interviews and are not expected to monitor parent-child interaction on behalf of CFS and/or to substantiate child protection concerns. For a woman residing at the shelter with her children deemed in need of protection, CFS will include the shelter staff in the care plan prior to placement in the shelter, or with staff during the woman’s stay at the shelter in order to provide more informed (or coordinated) care. If the woman is considering leaving the safety of the shelter, this may increase safety risks for the family. Shelter staff should encourage the woman to contact the CFS worker to discuss altering the care plan. Should a woman still choose to leave the shelter without engaging with her CFS worker, the shelter, who has a duty to report protection concerns, must notify the CFS worker if aware of CFS involvement. The shelter will also provide this information to the woman either upon intake and/or through regular case management when informed by CFS.

Unplanned Absences. (a) An unplanned absence is an absence that arises randomly, for example through an employee taking personal leave or a position becoming vacant through a resignation or termination of employment by the employer, or late approved leave. (b) Where employees work shifts or rostered weekends: (i) In each instance of an unplanned absence of a rostered employee, the employer will backfill the absent employee for the duration of the absence with another employee undertaking the work of the absent employee working no less than the same hours as were rostered and paid as a minimum the same classification and grade level as the absent employee. (ii) An employee who is on rostered on-call will not be recalled to fill an unplanned absence referred to in paragraph (i) above, unless the absence is advised after 4.00pm on the day preceding the absence. The rostered on-call person can be recalled only if another replacement employee is not available. (iii) If by 4.00pm on the day preceding the day of an unplanned absence which is known by the employer in advance, the absence remains unfilled after all endeavours to replace the absent employee have been exhausted, the rostered on-call person can be recalled to fill the absence as a matter of last resort. (c) All other employees (i) The employer agrees to replace an employee who is absent on an unplanned absence for a period of two weeks or more, provided that the replacement employee is paid as a minimum the same classification and grade level as the absent employee. (ii) Where, after an employer has used best endeavours, the employer is unable to backfill a period of unplanned leave because a suitably experienced and qualified employee is unavailable to perform the work of the absent employee, the work will be prioritised under clause 34.3 below.